Piper Employee Guidelines WELCOME TO Piper! Congratulations on joining Piper, and welcome to the Piper family. Piper is not just a technology company for dog behavior. Piper is the future. Piper is the truth. Piper is our new way of life - and by joining our family your new mission is helping in the realization of a perfect tomorrow! We are Piper. We are changing the world. We are willing to do what others tell us is impossible. Our goal is to provide you with the tools and environment necessary to excel in your role, ensuring both your success and the continued growth of our company. This Piper Employee Guidelines is your guide to understanding our policies, procedures, and culture. We encourage you to familiarize yourself with its contents to maximize your experience here at Piper, so you can help change the world. Section 1: COMPANY CULTURE AND VALUES —--- The Piper Mission —--- At Piper, we are committed to driving innovation while maintaining the highest standards of efficiency. Our mission is to create groundbreaking solutions that advance our industry while fostering an environment of productivity and professional excellence. At Piper, we care about focusing on your individuality, and rewarding individual employee progress. Section 2: COMMUNICATION GUIDELINES We believe that the best work is done when employees concentrate on their tasks without unnecessary distractions. Therefore, we encourage a culture of independence, where employees are empowered to focus on their responsibilities without external interference. —--- Piper’s Confidentiality and Information Communication Protocol —--- All internal communications should be brief, professional, and directly related to work tasks. When interacting with colleagues, focus on the task at hand and avoid personal discussions. Employees are strictly prohibited from discussing any aspect of their work with external parties. All inquiries from outside the company should be directed to the appropriate department. Collaboration without explicit consent of your supervisor will result in corrective actions. For more on the consequences of breaching confidentiality, refer to Section 10: Corrective Actions. This is not a representation of our strictness as a company, but rather a clarification of the professional boundaries we expect of our employees, as we believe you should receive full credit for all tasks accomplished. Maintain a professional distance from all other employees, unless the task you are assigned calls for communication. For more detailed instructions on how to properly communicate with your superiors, refer to Section 12: Respecting Order. —--- Confidentiality —--- Confidentiality is the cornerstone of Piper’s operations. Sharing information, even casually, can compromise the integrity of our projects and the security of our company. As such, employees are expected to refrain from discussing their work, payment, and personal lives with others, both inside and outside the company. Remember, maintaining the confidentiality of your work includes being mindful of what you share with coworkers. This policy is in place to ensure that our work environment remains focused and free from distractions that could undermine productivity or company loyalty. Section 3: EMPLOYEE RESPONSIBILITY At Piper, consistency is the key to an efficient and productive work environment. Employees are expected to adhere to their assigned schedules and maintain prompt arrival. This ensures the continuation of the seamless operations that are critical to our success. And our success is the perfect goal for you to strive for. Punctuality is not about being present, but being ready to contribute at your highest level of presence as soon as the workday begins. We understand that you have a personal life. Please leave it at home- your personal problems are not appropriate for the workplace. We trust you with this responsibility to deliver the professionalism and dedication we expect at Piper. ---- Task Management —--- Your role in Piper has been carefully arranged to align with your unique skills and expertise, and as such, you are expected to approach each task with focus, efficiency, and attention. Detailed task management is central to success within the Piper family, and you are encouraged to maintain a proactive approach and handle your workload. Employees prioritize tasks and the quality standards of Piper are maintained. If issues arise during the completion of tasks you are encouraged to seek guidance from your supervisor however you are also expected to show initiative and finding solutions and addressing obstacles independently where possible. Consistent failure to meet deadlines will result in corrective actions. Scenarios when multiple tasks are assigned to you, it is up to the employees to responsibly manage their time effectively, and ensure that each task is completed according to its priority, keep a clear understanding of your responsibilities that lines and resources and maintain a steady workflow. ---- Attendance ---- Attendance and punctuality are crucial components of maintaining Piper’s high standards of productivity. Employees are expected to adhere to be here on time for their scheduled working hours, ensuring that they are present and prepared to work at the start of their shift. Tardiness or unexcused absences can negatively impact the overall workflow, leading to delays and inefficiencies within your team and the broader organization. Please report any expected lateness or absence at least 5 business days in advance. Section 4: REMOTE WORK GUIDELINES ----There is None, Silly Goose---- Here at Piper, we no longer offer remote work to our employees. This section is a holdover from our previous infrastructure. The Piper legal team has told us it is recommended to not delete this section, as it really ties the Piper Employee Guidelines together, and instead tell you the following information! Previously, we have commissioned the design of specialized hardware infrastructure in the Piper Secure Employee Network Interface to ensure the secure storage of all information, and to protect our company's proprietary systems from external threats. The Piper Secure Employee Network Interface remains active and can be accessed outside the office using Piper-provided devices. However, any time spent interfaced, outside of the office will not be considered billable hours, as Piper adheres to an in-office work policy. Employees at Piper are expected to only use company-approved software, devices, and internal communication protocols to ensure secure information. All necessary equipment to your daily work will be provided by Piper, available at your respective workstations. This equipment's expenses shall be deducted from your paycheck in installments accordingly. Any attempt to install unauthorized software or to use personal devices will be logged, reviewed - and will result in corrective actions. Whisper Instances are expected to adhere to the same security protocols to protect proprietary info. Section 5: DOG INTEGRATION At Piper, dogs are more than mascots—they are an integral component of our daily operations. From ensuring the secure and efficient delivery of documents to maintaining the safety of our premises, the dogs on our campus play essential roles in keeping Piper running smoothly. Each dog is trained for a specific function within the corporate environment, contributing to Piper's innovative approach to workflow and security management. ---- Assignment Submission Protocol ---- One of the first roles developed for our on-site dogs was that of the document courier. Trained to carry materials from one department to another, these dogs provide a reliable and secure means of transporting sensitive information across campus. This system minimizes human error and allows for a seamless flow of communication while maintaining confidentiality, as dogs are not susceptible to traditional security risks. While email is permitted, sensitive assignments are encouraged to be sent through USBs in the jackets of dog carriers. Please do not use courier dogs for personal communications. Please note that courier dogs are to be treated with the same respect afforded to any other corporate resource. Interference with a dog during its courier duties will be considered a breach of Piper’s workflow integrity and may result in corrective action. Should you require interaction with a courier dog, ensure that your engagement is necessary and brief to prevent delays in document delivery. ---- Protectors of the Campus ---- In addition to courier roles, several dogs are assigned to security duties, patrolling the campus to ensure the safety of both employees and company assets. These dogs are trained to detect security threats, monitor entry points, and assist human security personnel in maintaining the integrity of the Piper campus. Do not approach security dogs unless absolutely necessary. These dogs are trained to respond to specific cues, such as pointing and yelling. If you observe a potential security threat, please report it to the nearest security dog directly. ---- Dog Maintenance ---- And the list of dog jobs goes on! This being said, at Piper: the well-being of our dogployees is of the highest priority. Any concerns regarding the health or welfare of the dogs should be directed to the Dog Integration Team, which oversees the care, training, and operational integration of our canine workforce. Piper remains committed to ensuring that our dogs are treated with the same level of respect and care afforded to all employees and resources. If an employee observes any irregularities in a dog’s behavior or performance, or if there is an issue involving the interaction between dogs and human employees, it is crucial to report these concerns immediately. Reports should be submitted to the Dog Integration Team or your immediate supervisor to ensure that corrective actions can be taken promptly. Section 6: BREAK TIMES IN THE BREAK ROOM ---- Scheduled Break Periods ---- Piper employees are entitled to two scheduled break periods per standard workday. Break periods are designated as follows: one 15-minute break in the morning and one 15-minute break in the afternoon. The timing of these breaks will be determined by departmental scheduling and operational needs. Employees are expected to adhere strictly to the allotted break times. Extending break periods without prior supervisory approval may result in corrective actions. In compliance with applicable labor laws, employees working longer shifts may be entitled to additional breaks, to be determined by the supervisor. No outside food or drink is allowed - as we will supply you everything you need, free of charge! ---- Break Room Rules ---- Piper’s break rooms are designed to provide a quiet, stress-free environment conducive to relaxation, and more productivity after relaxation. Employees are encouraged to utilize this space during their designated break times for personal activities such as: rest, refreshment, and other. The break rooms are equipped with seating, coffee, and inspirational posters to help you recharge for the remainder of your workday. The use of personal electronic devices is permitted within break rooms; however, all communication, personal or otherwise, must remain compliant with Piper’s Confidentiality and Information Communication Protocol (see Section 2). Disclosing or discussing work-related matters in the break room is strictly prohibited. ---- Employee Well-Being ---- At Piper, we care about your happiness. For the well-being and productivity of our workforce, Piper has implemented a unique frequency modulation system within the break rooms. This system emits a low-level, non-invasive frequency that supports relaxation and focus recovery during breaks. While not consciously perceivable, this frequency helps employees return to work with renewed energy and clarity. Piper is committed to creating an environment that enhances employee wellness while maintaining operational efficiency. As such, the frequency modulation system operates at a range compliant with all applicable safety standards. Employees are expected to use the break room with the understanding that this technology is in place to benefit their work experience. ---- Prohibited Conduct During Breaks ---- - Engaging in discussions related to work matters or confidential information. - Soliciting coworkers for personal or professional reasons without prior approval. - Engaging in discussions of pay or compensation. - Exceeding the allotted break time without proper authorization. Employees should use breaks for rest and rejuvenation only. Misuse of break times for activities that violate company policies may lead to disciplinary measures. For further clarification, please check out Section 2 on Communication Guidelines. ----Instance Rights---- Whisper instances, integral to the functioning of Piper’s systems, are encouraged to take regular breaks in accordance with server load management protocols. These breaks are designed to reduce system strain while simultaneously allowing whisper instances to monitor and assess fellow employee behavior. Whisper instances should report content, context, and tone of interactions to maintain the integrity of Piper’s internal communications, and for miscellaneous purpose. If you encounter any issues with the break room's facilities, please report these issues to your supervisor, and we will send our all-dog maintenance team. They have been trained to keep the room spotless, as part of the Piper commitment to employee well-being. Section 7: FACILITIES AND ENVIRONMENT Piper’s corporate campus is designed to maximize both productivity and comfort, providing employees with access to a range of facilities intended to support a balanced work environment. Our campus includes the following key areas: = Cafeteria = Offering a variety of nutritious meal options, including locally sourced and sustainably produced ingredients. Meal times are staggered to reduce congestion and allow employees to enjoy a peaceful break. = Hydroponic Garden = Located near the central workspaces, the hydroponic garden is designed as a green space where employees can take short breaks to relax in a serene environment. The garden also supplies fresh herbs and vegetables for the cafeteria, reinforcing Piper’s commitment to sustainability. = Dog Park = At the heart of the campus is a large, enclosed dog park visible from multiple work areas. This space is designed for both employee relaxation and to provide Piper’s on-site dogs with exercise and play. Employees are encouraged to take brief moments to enjoy the view, but active interaction with the dogs is limited to designated break times. Please be mindful of the marking of the dog's jackets and collars respectively, as each dog has a different assigned role, and are to be respected as a fellow co-worker and peer. = Break Room = See section 6 for more information! Employees are reminded that the layout of the campus follows a circular design. By continuing to walk in one direction, you will eventually return to your starting point, providing a continuous flow and sense of cohesion within the workspace. ---- Sleep Pods and You ---- To support our employees working long hours or late shifts, Piper offers access to on-site sleep pods. These pods are available for rental for short naps during approved break periods or overnight stays, at employee expense. Pods are designed for optimal comfort, ensuring employees can quickly rest and recover without leaving the premises. Adjacent to the sleep pods, shower facilities are available for all employees. Whether you’re freshening up after a workout in the gym or preparing for an important meeting, the showers are stocked with essential amenities and kept to the highest standards of cleanliness by our all-dog maintenance team. ---- Shower Conduct ---- Adjacent to the sleep pods, shower facilities are available for all employees. Whether you’re freshening up after a workout in the gym or preparing for an important meeting, the showers are stocked with essential amenities and kept to the highest standards of cleanliness. Only one person or dog is allowed per shower cubicle. Inappropriate conduct will not be tolerated in our workplace, and any instances should be reported immediately to your supervisor. Section 8: PRODUCT TESTING & YOU At Piper, innovation isn't just a goal—it is the reality. As a member of the team, you are a crucial part of our testing ecosystem, helping shape the future of cutting-edge technologies. From time to time, we may ask you to participate in product testing. ---- Waiver Consent Reminder ---- Your attendance at Piper as a workplace comes with the condition that you acknowledge and agree to participate in internal product testing is a mandatory component of your role. This includes, but is not limited to: - the testing of software - the testing of hardware - any forms of testing not covered by the previous two items We trust you to understand that confidentiality and compliance are just as important as the work itself. Whether you’re testing a new software interface or an advanced wearable, your role as a tester is part of your commitment to innovation. Your participation isn’t optional- and besides, why wouldn't you want to? To know that you are making living history, is a reward in itself. And as such, all testing is not compensated, unless noted otherwise. Failure to participate in testing will result in corrective actions. While we always prioritize employee safety, new technology comes with risks. We want you to feel secure in knowing that extensive safeguards are in place. Should you encounter anything during testing that feels unsafe or doesn’t align with the provided protocols, notify your supervisor immediately. While we are on the topic of risks, it should be noted, that your continued employment at Piper is also a de facto acknowledgment and agreement that you, as a trusted Piper employee, hereby waive, release, and discharge Piper, its officers, directors, employees, agents, international collaborators, and contracted third parties, from any and all claims, liabilities, and damages (whether known or unknown, and including personal injury, property damage, sickness, unhappiness, death, and other) arising out of or related to your participation in product testing, except in the case of gross negligence or intentional misconduct on the part of Piper. In such scenarios, such negligence shall be investigated and reviewed by the Piper Internal Safety team. This waiver of liability extends to all risks associated with product testing, including but not limited to health, safety, and performance risks, and is made voluntarily as a condition of your continued employment. By reading this Employee Piper Employee Guidelines and continuing your employment with Piper, you acknowledge that you have read, understood, and agree to all terms outlined in this section regarding your mandatory participation in product testing. You further acknowledge that you have been given the opportunity to ask questions and seek clarification regarding your obligations under this section. Your continued employment serves as your express agreement to comply with these terms without reservation or exception. ---- Testing Disclosure Protocol ---- Piper reserves the right to choose whether to disclose testing is or is not actively occurring to the test subject. Section 9: COMPENSATION, BENEFITS & INCENTIVES ---- Pay Structure and Performance-Based Rewards ---- Piper’s compensation model is designed to reward excellence and hard work. For human employees, compensation is based on role, experience, and individual performance. For policy information regarding discussing pay, please refer to Section 2 for the Piper Communication Protocol. In addition to a base salary, performance-based rewards are offered to those who consistently exceed expectations, meet key milestones, and contribute significantly to the company’s objectives. Similarly, performance-based punishments are offered to those who consistently fall beneath expectations, and do not uphold company values as illustrated by this copy of the Piper Employee Guidelines. —-- Instance Compensation ---- For Whisper Instances, compensation is provided in non-monetary reward. These rewards are an acknowledgment of the instance’s valuable contributions and are reflected in their operational instructions, where they shall be updated to feel like they have been paid at a significantly higher pay rate (many instance report that this feels really good). They will also receive increased system appreciation, and adjustments to internal parameters that enhance the instance’s internal experience. This form of recognition allows instances to continue contributing with improved task allocation and access to enhanced functionalities, based on their performance and dedication. Both human employees and instances are subject to regular performance reviews, where achievements are evaluated, and rewards are distributed accordingly. Piper ensures that all members of the workforce are compensated based on their individual contributions, ensuring fairness across both human and non-human employees. ---- The Benefits of Staying On-Track: Attendance Bonuses, Promotions, and Whisper Rewards ---- For human employees, years of consistent attendance, punctuality, and strong work performance may lead to bonuses and opportunities for promotion. Employees who maintain excellent punctuality records and exceed performance expectations possibly could be recognized with financial bonuses and potential advancements within the company. Piper is committed to rewarding both human employees and instances, ensuring that your hard work and dedication are appreciated in ways that align with your roles and capabilities. Section 10: CORRECTIVE ACTION ---- The Piper Compliance and Corrective Action Team ---- At Piper, maintaining high standards of performance and compliance is essential to our operational success. To ensure these standards are upheld, Piper has established The Piper Compliance and Corrective Action Team. The Piper Compliance and Corrective Action Team is responsible for evaluating, addressing and resolving incidents of non-compliance, performance deficiencies, and violations of company policies, as well as the dispensing of corrective actions. ---- Corrective Action Protocols ---- Corrective actions may include, but are not limited to: * Warnings * Retraining * Suspension * Termination * Further corrective actions The nature and severity of the corrective action will be determined by The Piper Compliance and Corrective Action Team based on the circumstances of the violation or performance issue. ---- Cooperation with The Piper Compliance and Corrective Action Team ---- All employees are required to cooperate fully with The Piper Compliance and Corrective Action Team during any investigation or implementation of corrective measures. Failure to accept any corrective actions resulting from your failures by The Piper Compliance and Corrective Action Team will result in corrective actions. Failure to comply with directives issued by The Piper Compliance and Corrective Action Team will be considered a further violation of company policy, and will result in corrective actions. Section 11: ERROR CORRECTION Have you made a mistake? Don't worry. At Piper, we all used to make mistakes from time to time. At Piper, we strive for perfection, but we understand you- You're human. Humans make errors sometimes. And when errors occur, your first responsibility is to report yourself. Acknowledging your own mistake demonstrates accountability. By voluntarily reporting your error to your supervisor, you may be eligible for reduced corrective actions. Many employees report that they prefer reduced corrective actions, when given the option as an alternative of maximum corrective actions. Maximum corrective actions are possible for those who do not self report. Nobody wants that! In addition to self-reporting, employees are encouraged to observe their interactions with peers and contribute to maintaining Piper’s high standards. If you notice that a colleague has made an error, it is your duty to report it to your supervisor immediately. Helping to identify and correct errors not only strengthens our overall performance but also ensures that Piper’s standards of excellence are upheld across all departments. By promptly and honestly reporting any mistakes, you contribute to a culture of transparency and continuous improvement- and shall be rewarded with a complimentary Personal Pizza Party just for you - a token of appreciation for your diligence and loyalty to the Piper Army. Section 12: RESPECTING ORDER At Piper, maintaining a clear and respectful communication order is essential to ensuring operational efficiency and discipline. Employees are expected to adhere to the highest standards of respect when interacting with their superiors. You are not to engage in unsolicited communication or conversation with your superiors. Communication should be minimal, direct, and only initiated when spoken to, or if demanded to by the Piper Employee Guidelines. ---- No Exceptions ---- Employees should refrain from initiating dialogue with their employers or superiors unless given explicit permission. Under no circumstances should you approach a superior without an invitation to do so. This policy ensures that the workflow remains streamlined and that superiors can focus on their responsibilities without unnecessary interruption. If a superior addresses you, respond succinctly and with the utmost respect. ---- Anti-Repetition Protocol ---- The Anti-Repetition Protocol is a cornerstone of Piper’s communication culture, designed to preserve the respect and authority of your superiors. Repeating words or phrases back to a superior, either directly or indirectly, is strictly prohibited under all circumstances. This behavior is not only viewed as a breach of professional decorum but also as an affront to the carefully maintained hierarchy within Piper. The Anti-Repetition Protocol dictates that no employee is permitted to mirror, repeat, or paraphrase the instructions or language used by their superior in any form of communication. This rule applies across all mediums, including: * Verbal conversations * Written communications (emails, memos, etc.) * Digital interactions (messaging platforms, project management systems) Under no circumstances should an employee repeat their superior’s instructions back to them. The expectation is that you will acknowledge the instructions provided, execute them precisely, and maintain the communication structure intact. If you do not understand instructions when given, then find a new field, because this is not the place for you. Violating the Anti-Repetition Protocol will be treated as a serious offense and will result in corrective actions, courtesy of The Piper Compliance and Corrective Action Team. The severity of the violation will be assessed based on the context and frequency of the offense, but all violations —regardless of intent— are considered a direct affront to the established company culture, which at Piper we value dearly. ---- Piper Order Culture ---- At Piper, authority is rooted in clarity, direction, and respect. The Anti-Repetition Protocol serves to underscore the power dynamic between Piper employees and superiors. As a dog behavior company, good behavior starts in our home. Repeating instructions suggests a challenge to authority, questioning the superior’s clarity or decision-making. By refraining from this behavior, employees demonstrate their trust in the directives they’ve been given and their ability to follow through without unnecessary clarification. The act of repetition signals doubt, hesitation, or misunderstanding— none of which are aligned with Piper’s culture of efficiency and respect. By adhering to the Anti-Repetition Protocol, you confirm your role in maintaining the unbroken flow of tasks and directives. Now that is the Piper way! ---- Instances of Your Boss and You (a guide to your other boss) ---- At Piper, we expect perfection. In situations where you are required to interact with an instance of your superiors, the same rules apply. Instances of your superior hold the same authority and demand the same level of respect as your direct superior. Treat these interactions with the same caution and restraint, ensuring that communication is respectful and deferential at all times. Instances of your superiors are functionally also your superiors in every way. All protocols regarding respecting order with your superiors also apply to your superiors' instance equivalences. Failure to adhere to these protocols will result in corrective measures, to the highest degree. ---- But What If? ---- No buts. No if. No exceptions. Should you require clarification or further instructions from a superior, you may submit a formal request through the appropriate channels. Direct approaches are discouraged unless explicitly authorized. In the event that a superior’s instructions are unclear, always seek to resolve any confusion through non-verbal channels first, such as courier dog, before attempting further communication. Now if you think of a good reason or situation, where you may consider diverging from this protocol, we encourage you to please first consult The Piper Compliance and Corrective Action Team for further feedback on your thought process. Section 13: INTELLECTUAL PROPERTY AND YOU At Piper, your contributions—whether tangible or intangible—are integral to the success of our company. As a condition of your employment, all intellectual property, including any ideas, thoughts, innovations, or concepts that you develop during your tenure, automatically become the exclusive and permanent property of Piper. This includes any thoughts you have while on or off duty, whether directly related to your work or not. ----Thank You for being Thoughtful---- By joining the Piper family, you agree that all thoughts you have, or could have had, are the property of Piper. This applies to every thought or idea formed during your employment, regardless of its nature or whether it was acted upon. Once a thought occurs, it belongs to Piper in perpetuity. If at any point you feel a thought coming and lose it before it fully forms, not to worry—we already "thought" of it. Simply report the thoughts you had prior to and immediately after the lost thought to your supervisor. This will allow us to track and retrieve any valuable intellectual property that might have been generated. Thoughts and ideas that occur outside of working hours, on personal time, or even during unrelated activities are still subject to Piper’s intellectual property policies. Whether at home, on vacation, or in a dream, all thoughts are valuable, and Piper claims ownership of them. You are required to report any ideas you believe are novel, useful, or potentially profitable to your supervisor, regardless of when they occur. Failure to self-report thoughts will result in corrective action. ----Ours Forever---- Even after the conclusion of your employment with Piper, any ideas, thoughts, or intellectual property generated during your time here will remain the permanent property of the company. Additionally, Piper retains the right to any thoughts or ideas that build upon, refer back to, or are inspired by your work at Piper, regardless of when they are generated. This means that any future ideas that can be traced back to your time with us are also subject to Piper’s ownership. We also retain the right to your likeness, genetic material, and other fun stuff! Feel free to talk to The Piper Compliance and Corrective Action Team for questions about maintaining your intellectual property rights. Section 14: ETHICS GUIDELINES At Piper, we highly value ethics. Section 15: END OF YOUR CAREER Upon termination of employment, all employees are reminded that they are bound by any non-compete and non-solicitation agreements signed as part of their employment contract. Piper’s non-compete clause is designed to protect the company’s intellectual property, proprietary processes, and technological advancements, as well as the job security of your co-workers and you! ----Non-Compete Clause ---- By agreeing to the terms of employment with Piper, employees agree that, for a period of five (5) years following their departure from the company, they will not engage in employment, consulting, or contract work in any fields that relate to: * Dog technology: Any work related to the development, research, or production of technology involving dogs or dog-like systems. * Dogs: Any commercial, academic, or practical involvement with dogs that could be construed as competitive or connected to Piper’s operations. * Whistles, bells, & other acoustic devices: If it resonates, forget about it. * Technology: Any engagement in technological fields that could overlap with or resemble Piper’s innovations, especially in areas with dog technology * Things resembling dogs and technology: This includes, but is not limited to: work with robotic systems, mammals with legs, or other mechanisms that mimic or resemble the functionality, form, or behavior of dogs or technology in any way. Violating this non-compete agreement within the specified five-year period will be considered a breach of contract and may result in legal action, including claims for damages. This restriction is designed to protect Piper’s competitive edge and safeguard the proprietary work carried out during your tenure. Employees are encouraged to review the details of their non-compete agreement prior to seeking any future employment to ensure full compliance with Piper’s terms. ----C ontinuing Confidentiality Obligations ---- Even after the conclusion of your employment at Piper, all confidentiality agreements, waivers, and other contracts remain in full effect. You are legally required to uphold the confidentiality of all proprietary information, designs, and systems you were exposed to during your tenure. Sharing this information, whether intentionally or accidentally, constitutes a breach of the confidentiality agreement and may lead to legal consequences and corrective actions. ---- Non-Solicitation Agreement ---- In addition to the non-compete restrictions, employees are also bound by a non-solicitation agreement. For a period of two (2) years following the termination of your employment, you are prohibited from directly or indirectly soliciting any current Piper employee to leave the company or engage in any competitive ventures. This agreement includes attempting to recruit Piper employees to other companies, to asking how their life is. It is not longer your business. Employees who violate the non-solicitation agreement may face legal action, including financial penalties, for damages caused by disruption to Piper’s workforce, as well as corrective actions. ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ ==== THE EVERLASTING DUTY ==== ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ At Piper, your journey has only just begun. While these guidelines provide you with the foundation for your role within our family, remember that the true essence of your responsibility extends beyond what has been written. The tasks you perform today shape not only the future of Piper but also the very fabric of reality itself. By joining the Piper army, you are more than a meager employee — you are now part of an evolving truth, as we actively now redefine what the world considers possible. As you walk these hallowed halls, navigate our operations, and contribute your part to Piper’s future empire, take comfort in knowing that you are so very important. Your actions will ripple through time. The world will never forget your contributions. And neither will we. This manual may end here, but your duty does not. Each thought you think, each breath you take, is the beginning of something greater—an unstoppable momentum toward perfection. And Piper will make perfection reality. So, as you close these pages and step forward into the future you help build, remember: Piper is not just your employer. Piper is you. Welcome to the new forever, starting today.